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Solution
Table of Contents
AC 1.1 Evidence-Based Practice in Decision Making Evidenced-based Practice. 3
Evaluation of Evidence-Based Practice Approaches and Their Impact on Decision-Making. 4
AC 1.2 Range of Analysis Tools and Methods. 4
SWOT Analysis as a Diagnostic Tool 4
Employee Surveys as a Diagnostic Method. 5
AC 1.3 Principles of Critical Thinking and Their Application to Objective and Rational Debate. 6
AC 1.4 Decision-Making Processes for Achieving Effective Outcomes. 7
1.5 Ethical Perspectives can Influence Decision-Making. 8
AC 3.1 Appraising Methods for Measuring Financial and Non-Financial Performance. 9
Financial Performance: Financial Ratio Analysis. 10
Non-Financial Performance: Employee Engagement Surveys. 10
AC 3.2 Measuring the Impact and Value of People Practice. 11
AC 2.1 Interpretation of analytical data using analysis tools and methods 12
Table 2 Data: Line Managers and Employees’ Feedback. 16
Diagram 1- Pie Chart: Performance of Administration Department in Quarter 2. 17
Diagram 2- Column Chart: Outstanding Performance by Department and Quarter. 18
Diagram 3: Horizontal Bar chart showing the total bonus payment for each quarter. 19
AC 2.3 Recommendations Based on Table 1 and Table 2. 19
Task 1- Briefing Paper
AC 1.1 Evidence-Based Practice in Decision Making Evidenced-based Practice
The practise of Evidence-Based Practise (EBP) enhances decision-making by directing choices towards available trustworthy research and stakeholder and data-based information (CIPD, 2023). A structured analytical approach enables organisations to tackle main challenges while decreasing the dangers that come from making choices based on instinct. Conducting research through EBP allows organisations to improve both their resourcing strategies as a people practise matter and client satisfaction outcomes as an organisational metric.
People practise resourcing involves both attracting suitable candidates and selecting qualified individuals and keeping worthwhile personnel for business need fulfilment. The use of workforce analytics together with market research and employee feedback within EBP leads to improved resourcing strategies through optimised recruitment and selection methods. Research on past employee recruiting patterns as well as employee departure levels and industry skill deficiencies enables HR managers to select targeted recruitment strategies (Cayrat and Boxall, 2023). The use of scientific research about hiring methods that include structured interviews and competency-based assessments ensures that selection processes will produce a better fit with the job and result in long-term employee retention.
Business success depends heavily on raising organisational employee satisfaction rates as one of the vital strategic targets. Data-driven evidence in EBP helps organisations make decisions to improve both product quality and customer service and complete client satisfaction outcomes (CIPD, 2023). Organisations can enhance their improvement programmes through the combination of customer feedback surveys and performance metrics with market analysis results. Emphasising client complaint patterns and satisfaction standards helps organisations find service deficiencies and determine training solutions for their personnel. Research conducted by scientists regarding both customer conduct and service quality standards serves to establish necessary policy modifications through evidence-based methods. Businesses can establish customer loyalty while gaining competitive advantage by using expert assessment to implement strategies based on research findings.
Evaluation of Evidence-Based Practice Approaches and Their Impact on Decision-Making
Decision-making through evidence-based practise (EBP) uses The Four Sources of Evidence Model: (Elder & Nikodem, 2023), that combines findings from science, organisational information and stakeholder viewpoints together with professional experience. The approach provides well-rounded decisions because it relies on multiple reliable sources for making choices. Workers who plan workforces should evaluate multiple sources that include employee turnover numbers within the organisation as well as academic research about employee retention as well as direct employee feedback and expert insights to design successful retention systems. The implementation of this system minimises inaccurate decisions while eliminating biassed biases.
Decision-makers can use The Six-Step Evidence-Based Decision-Making Model to ask relevant questions then gather and evaluate evidence after which they analyse data to apply insights before measuring final outcomes (Boatman, 2025). The established approach supports better decision quality through systematic logical methods and data-based methodologies. Organisations should gather and evaluate employee productivity data through systematic methods when implementing changes in performance management processes. This method reduces risks while making certain that the implemented decisions contribute to overall business goals to enhance organisational effectiveness.
AC 1.2 Range of Analysis Tools and Methods
Organisations utilise different diagnostic instruments plus evaluation techniques to find problems and determine difficulties and locate development potential. Organisations employ SWOT analysis as their strategic tool and employee surveys as their method to gather workforce insights. These methods allow organisations to base their choices on quantitative analysis results and employee assessment data.
SWOT Analysis as a Diagnostic Tool
SWOT analysis represents a well-known strategic tool which helps organisations to evaluate their internal assets and external conditions (Haan, 2024). Through its defined structure organisations can detect their strengths which they can build on alongside their weaknesses that need attention alongside external opportunities for growth and external threats to their success.
SWOT analysis works best to identify what organisations need to fix within themselves while recognising available external growth possibilities. A company with declining market share can utilise SWOT to determine whether its internal weaknesses like out-of-date technology or marketing issues contribute to the market loss. SWOT analysis helps businesses discover strategic external possibilities which allow them to restore their competitive standing through new market trends along with modern technological innovations. Through the tool organisations identify risks when it detects upcoming economic downturns or emerging market competition.
SWOT analysis effectiveness stems from its basic approach which accommodates various uses. This evaluation process creates an organised system to make decisions and construct strategic plans. The analysis depends on neutral analysis from researchers as well as true and accurate data collection. Results generated by SWOT analysis might lack accuracy when biases or assumptions negatively affect the analysis process. When performed independently SWOT analysis needs extra evidence-based methods to achieve proper organisational diagnosis.
Employee Surveys as a Diagnostic Method
The diagnostic value of employee surveys helps organisations discover problems that affect workforce engagement levels together with employee satisfaction and productivity issues (Huebner and Zacher, 2021). Through employee survey techniques organisations gain direct insight which reveals information about their workplace culture and the effectiveness of leadership and areas needing attention.
Organisation surveys detect employee difficulties including low workplace spirit together with high staff departure rates and breakdowns in communication systems. The organisation needs to address management transparency issues by implementing leadership training and policy modification when employees show their dissatisfaction. Employee surveys can reveal organisation potential through worker identification of innovative areas and process enhancement spaces.
Employee survey effectiveness directly links to survey questions’ quality combined with genuine feedback from staff members. Survey results become unreliable when design flaws exist and employee anonymity disappears because employees then withhold truthful feedback. The maximisation of survey effectiveness requires organisations to establish surveys with strong structure and anonymity as well as follow-up action plans for responses.
AC 1.3 Principles of Critical Thinking and Their Application to Objective and Rational Debate
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